The Los Angeles County Board of Supervisors recently passed the Fair Chance Ordinance for Employers (“Ordinance”), L.A. Cnty. Code § 8.300 et seq., in an effort to ensure “individuals with criminal records have fair and equitable access to opportunities for gainful employment.” By September 3, 2024, employers in the unincorporated areas of Los Angeles County with five or more employees must comply with the Ordinance.Continue Reading L.A. County Board of Supervisors Passes Fair Chance Ordinance
On October 13, 2023, California Governor Gavin Newsom signed into law Senate Bill 525, codifying Labor Code sections 1182.14 and 1182.15. The new law establishes five separate minimum wage schedules for all health care employees that will become effective June 1, 2024. The wage schedule departs from the general statewide $15.00 per hour minimum wage applicable to other hourly paid employees, except for restaurant workers who also recently received a minimum wage increase.Continue Reading California Approves Minimum Wage Increase for Health Care Employees
Los Angeles City retail workers will join the ranks of employees in other cities who have more predictable work schedules starting April 1, 2023 (Los Angeles Municipal Code §§ 185.00–185.16 and 188.00–188.15). Continue Reading Los Angeles City’s Fair Work Week Ordinance Provides Predictable Scheduling for Certain Retail Employees
The California Governor has approved AB 2693, extending and modifying employer COVID-19 notification requirements.
In September 2020, as a response to the COVID-19 pandemic, the California Legislature enacted AB 685 (adding Labor Code section 6409.6), mandating employers notify employees and local and state public health officials of COVID-19 cases in the workplace. The statute was set to expire on January 1, 2023, but the Legislature delayed the sunset provision to January 1, 2024. Continue Reading California to Ease Employer COVID-19 Notification Requirements and Adopt New Emergency Temporary Standards
California enacted its Pay Data Reporting law in 2020 as a response to the Trump Administration ordering the EEOC to halt its annual pay data collection. The California law largely mirrored the federal law but instead required private employers who must file an annual Employer Information Report (EEO-1) pursuant to federal law to submit the annual data to the California Department of Fair Employment and Housing (DFEH). It covered the same size of employers (100+ employees that already file a form EEO-1), required the same data disclosures, including the number of employees by race, ethnicity, and sex in specified job categories, and even allowed California employers to submit to the DFEH the same or substantially similar data they submitted to the EEOC in the EEO-1 form.Continue Reading California Legislature Pushes for More Pay Transparency
Employment practitioners will be waiting with bated breath now that the California Supreme Court has granted the defendant’s petition for review in Uber Technologies, Inc. v. Adolph, S274671. This is the second PAGA case California’s top court will review since the U.S. Supreme Court decision in Viking River Cruises v. Moriana, which held that the Federal Arbitration Act requires courts to enforce parties’ arbitration agreements and preempts conflicting state laws that invalidate contractual waivers of the right to assert representative claims under PAGA. See our prior coverage of Viking River Cruises here.Continue Reading California Supreme Court to Address Viking River Cruises
Does your company’s business expense reimbursement policy address the work-from-home situations that have become the new (at least temporarily) norm? Continue Reading Expense Reimbursement Policies in the New World